There are lots of theories for social media policies in the workplace. Whether you use social media for marketing, development, collaboration or any other reason, there is probably some sort of policy in your company. It could be a very restricted policy to no policy. Regardless of where your social media policy is today, there are three things you should understand about a social media policy from a human resources perspective. According to Steve Miranda, Director of Cornell University’s Center for Advanced Human Resource Studies, there are three things that Human Resources need to know about social media policies:

Employees want to do a good job. They need the tools to help them get the job done. Employees typically want job satisfaction and the ability to do their job well. Social media can help employees do that. Whether it is to collaborate, market, sell, or complete other functions, social media tools are available to help employees be successful. Your social media policy should include the ability to use these tools.

Employees should get the ability to help define social media policies. Studies show that the more employees get input, the more they buy into the policies and direction of the company. They also become the best advocate and enforcer of these policies when they get the chance to shape policies.

Social media policies should incorporate the big picture. Social media gets used internally, through marketing, through customer postings. What is important to one department may not be relevant to another. By making sure there is buy off from all departments, there is a great chance that the policy will be effective for the whole company.

You can read more from Mr. Miranda here.

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